Creating a coaching culture
What would your organization look like if employees at all levels . . .
- Came to your desk with solutions, not just problems?
- Took responsibility for the support and development of their co-workers?
- Openly discussed where they were stuck and sought feedback and guidance from peers?
- Treated one another with unconditional positive regard?
- Became highly skilled at creativity, innovation, and collaborative problem solving?
- Viewed coaching – the language, skills, and process – as a core competency?
- Could coach one another in the moment and to help peers find solutions to immediate, pressing concerns?
- Appreciated the link between coaching, being coached, and a healthy sustainable company?
If this sounds like the organizational you would like to lead, manage, or work in, consider investing in creating a coaching culture.
How it works
Customized for each organization, the process of creating a coaching culture frequently begins with training a core group of leaders to become peer coaches and then expands to include additional staff. A select group may then be designated to become internal coach trainers to further expand the program. Depending on the success of the program and the needs of your organization, you may choose to have all employees, including new hires, experience some level of coach training.
Some of the components of this program include:
- Teaching the coaching process to small groups and key leaders.
- One-on-one mentor coaching for individuals who have been trained.
- Monthly tele-seminars for peer coaches to deepen key skills.
- Telephone clinics with peer coaches to address specific issues as they arise.
- Customized e-newsletter for peer coaches to facilitate continued learning and commitment, share best practices in the field, and offer new coaching tools.
For more information about creating a coaching culture that is unique to your organization, contact me for more information.